Got a tempting job offer in the UAE? Before jumping to sign, take some time to carefully review the employment contract details to avoid future hassles.
Contracts in the UAE differ based on the job type and terms agreed upon by you and your employer. They may cover roles like full-time, part-time, temporary, remote, or flexible jobs.
Once you sign the contract, any changes to the terms of the offer letter need your approval and must follow UAE laws. Reviewing everything thoroughly can save you from potential issues later.
Receiving a Job Offer
When you receive a job offer in the UAE, the process includes getting a formal offer letter, signing the contract, and arranging your work permit and residency visa. The offer letter provides details about the role and includes a summary of UAE labour laws. You and your employer must sign these documents to move forward.
The offer letter legally becomes your contract once signed. Under the 2016 labour rules, employers can’t change the offer terms unless you agree, the changes follow the law, and your rights are protected.
Signing the Contract
Before you sign, your employer must ensure you’ve read and understood the offer letter. If it’s found that you didn’t review the annexes properly, the employer could face a fine of Dh20,000 for providing incorrect details to the Ministry of Human Resources and Emiratisation (Mohre).
If you’re already in the UAE, you must sign the offer letter before your employer can get preliminary employment approval from Mohre. After signing, a copy is submitted to Mohre, and your work permit is issued based on the offer letter details.
Key Details to Check
Job Title and Description:
Your contract outlines your role and responsibilities. Ensure your job title and description match what was promised during recruitment, as this affects your career growth and visa classification.
Salary and Benefits:
Make sure the contract clearly specifies your basic salary, allowances (like housing or transportation), and any extra benefits like bonuses or commissions. Confirm whether payments are monthly or otherwise.
Working Hours:
Check if the working hours follow UAE labour laws usually 8 hours per day or 48 hours per week for private-sector jobs. Breaks must be provided after 5 consecutive working hours.
Overtime:
Overtime pay is calculated as your hourly basic wage plus 25%, or 50% if the extra hours fall between 10 PM and 4 AM. However, shift workers are exempt from this rule.
Leave Entitlements
Annual leave:
- 30 days for employees with one year of service.
- 2 days per month for employees with 6 months of service but less than one year.
Unused leave cannot be carried forward for more than two years, and accrued leave is paid out based on your basic salary upon termination.
End-of-Service Benefits:
Check your eligibility for gratuity, which depends on your length of service, and whether additional retirement or pension benefits are included.
Notice Period:
Ensure the notice period aligns with UAE law (typically 30 to 90 days) and is fair for both parties.
Probation Period:
The probation period cannot exceed six months, as per UAE law. If you continue working after probation, it counts toward your service duration.
Relocation Costs:
If relocating to the UAE for the job, check if the contract covers relocation costs, flight allowances, or repatriation benefits.
Contract Language Options
Since 2016, job offers, contracts, and annexes can include a third language alongside Arabic and English. Options include Hindi, Urdu, Bengali, Chinese, and others. This applies to new hires from abroad and employees changing jobs within the UAE.
By carefully reviewing these aspects, you can ensure your UAE employment contract protects your rights and meets your expectations.
